Gender and bonus pay report
Our report for 2020
This is our fourth gender pay gap report and we’re pleased to share both our progress over the last few years and our future plans.
A global pandemic hasn’t managed to stop us working with employees to build and launch a new target culture with six guiding principles. Our decision to make ‘Always Inclusive’ one of Jisc’s guiding principles reflects our commitment to diversity and inclusion. We’re determined to ensure the Jisc culture celebrates diverse minds, is actively inclusive and open and we work together as one.
We continue to take the gender pay gap seriously, for us it’s not just about meeting a government deadline. The gender pay gap data helps us to talk openly and honestly about diversity and inclusion, it enables us to understand where we need to focus our efforts and track progress.
This year, our mean pay gap has reduced by 2.6%, the biggest reduction we’ve seen since we began reporting. We’re proud of this but will not become complacent. We know there is still a lot of work to be done, particularly in our industry, where women are underrepresented.
We’ve taken significant steps to further improve our approach to diversity and inclusion across Jisc, which has included partnering with INvolve – diversity and inclusion experts, to help us take an in-depth look into our current practices and identify areas to focus on. This has led to a clear strategy and plan for diversity and inclusion which we launched to all employees in January 2021. We’ve also appointed Jisc’s first diversity and inclusion specialist into our HR team to help us achieve our ambitions to deliver real, sustainable change.